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Employee Classification
The Supreme Court has ruled that employers need to show only a "preponderance of the evidence" to prove that an employee is exempt from the overtime requirements of the Fair Labor Standards Act (FLSA).
Updated to include New York Equal Rights Amendment and law regarding digital replica usage in employment agreements.
Updated to reflect notice requirements under the paid family and medical leave law, with contribution collections effective January 1, 2025.
Updated to reflect the Freelance Worker Protection Act, effective January 1, 2025.
Updated to reflect increases to the minimum salaries for overtime-exempt executive, administrative and professional employees, effective January 1, 2025.
Updated to reflect increases to the minimum salaries for executive employees, administrative employees and professional employees, and to the minimum pay for computer professionals and physicians and surgeons paid an hourly rate, effective January 1, 2025.
Updated to reflect increases to the minimum salaries for most white-collar employees and to the minimum hourly pay for computer employees, effective January 1, 2025.
Updated to reflect an increase in the minimum salaries for overtime-exempt executive and administrative employees, effective January 1, 2025.
Updated to reflect an increase in the minimum salary for overtime-exempt executive, administrative and professional employees and the minimum hourly wage for computer professionals, effective January 1, 2025.
Updated to reflect minimum salary changes in multiple states, effective January 1, 2025.
HR guidance on complying with the FLSA and state employee classification requirements.